Role of AI in talent management for the tech organizations

The role of the human resources department or talent management has had a disruptive transformation post-pandemic. The nature of the job of recruiters, HR managers, and leadership was already changing before Covid as more tech-driven processes were implemented. Now, the hybrid work culture combined with AI has made further disruptions in this role.

At Analytix Solutions too, we always match our pace with the latest technological developments and incorporate those into our operations.

Today, recruiters not only conduct face-to-face interviews but even the induction program for new joiners is done remotely to some extent. The hiring process for tech talent is changing. The recruiters and the demand are changing, and recruitment platforms are also changing. Apart from the cultural fit, the recruiter’s role has transformed into an analyst, focusing on understanding the candidate’s behavior based on skills and past experiences. Moreover, they need to understand whether the candidate will likely stay with the organisation for a long tenure.

Impact of AI on Hiring and HR Processes

Experienced recruiters are trying to implement more technology to reduce the work of data refinement. The demand for specific AI skill sets is rising and the recruitment platforms are getting smarter. If we look at the market, technologically advanced organisations have now started:
1. Data-driven hires – Data analytics have been touted by HR departments for a decade to predict candidate success, reduce bias in hiring and promotions, and identify employees who are likely to leave. Our own HR team makes use of this kind of predictive hiring & measures employees’ potential for culture & cognitive fit tests, especially for senior roles.

2. Using more of HR AI – Artificial intelligence is evolving beyond finding tech talent on job boards and social media, and reducing the time recruiters spend scanning resumes for the right skills.

3. Streamlined Online Application Platforms – Simplified online applications lead to more job hunters applying for the same position.

4. Focus on Cultural Fit – As most strive to uphold their culture and preserve it, they try to identify candidates that are a cultural fit. Indeed, sharing and believing in the same values lead to a long-lasting relationship.

Future of Tech-Enabled HR

In my opinion, the role of AI and data will play an important role in workforce hiring and culture building. Some of the ways it will impact the industry will be:

  • It will improve diversity and inclusion by using people analytics to identify and close pay gaps, screen resumes without bias and measure productivity and performance objectively.
  • AI will revolutionize the hiring process by using AI-based tools to automate tasks, reduce costs, enhance the candidate experience, and predict future outcomes.
  • Organisations that build a culture of AI empowerment by fostering a multigenerational workforce can leverage AI to augment their skills, collaborate effectively, and innovate faster.
  • Companies will respond to employee needs by using emerging technologies such as AI assistants and wearables to collect data on their health, family situations, living conditions, mental health, and sleep patterns.
  • Advanced applications will automate the candidate selection, screening, and recruitment process by using AI software applications that can analyze the candidate’s qualifications, verify the experience, and find the right candidate for the right position.

Key Considerations and Risks

As technology advances, big data and AI will become more accurate in determining “proxy” variables for private and personal attributes. Political affiliation and religious beliefs are just as easily identifiable. Companies may be tempted to use tools like these to screen candidates, believing that because decisions aren’t made directly based upon protected characteristics, and therefore legally defensible.
While an employer may not violate any laws in merely discerning an applicant’s personal information, it may become vulnerable to legal exposure if it makes adverse employment decisions by relying on any protected categories such as one’s place of birth, race, or native language — or based on private information that it does not have the right to consider, such as possible physical illness or mental ailment. How courts will handle situations where employers have relied upon tools using these proxy variables is unclear, but the fact remains that it is unlawful to take an adverse action based upon certain protected or private characteristics — no matter how these were learned or inferred.

Way Forward

In conclusion, AI and data are transforming the way organisations manage their human resources and create a positive work culture. However, they also pose some challenges such as privacy, ethics, trust, and transparency that need to be addressed carefully.

Rajiv Bhatia
President & Country Manager
Analytix Solutions

Disclaimer: The views expressed in this feature article are of the author. This is not meant to be an advisory to purchase or invest in products, services or solutions of a particular type or, those promoted and sold by a particular company, their legal subsidiary in India or their channel partners. No warranty or any other liability is either expressed or implied.
Reproduction or Copying in part or whole is not permitted unless approved by author.

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